Company paid benefits

You work hard to create a rich benefits package that will attract employees.

How often do you review the perks and benefits that are 100% paid for by your organization? If you only review them when an employee is first hired, they may forget about them. Here are some tips to get you started:

Employee Assistance Plans - It is so important to have access to mental health professionals. Unfortunately, if you call a local counselor, they may not be able to see you for months. EAP plans are a great way to fill in this gap! Sometimes we just need to talk and get an outside perspective while going through a situation. Make sure your employees know that they have this benefit and that they can usually access it 24/7.
Virtual doctor visits - Do you offer Teladoc or something similar? As with mental health professionals, your employees may experience a delay when trying to schedule an appointment with their family doctor. Encourage them to see a virtual doctor at their convenience when they have an acute medical condition.
Short-term disability - Give examples of situations in which employees may use this benefit. Perhaps they are recovering from gallbladder surgery and will be out for six weeks. Explain the claims process, waiting period and benefit amount. While employees may not remember the details of this benefit, it should give them peace of mind knowing that when a medical condition prevents them from working, they will still have some income.
Long-term disability - Stories are a great way to explain this benefit because most employees know of someone with a serious health condition that wasn’t able to work for a long period of time. No one wants to be in this situation, but once again, it is a relief to know that it is possible to still have an income.
Life insurance - State the benefit amount of the policy and remind employees to review their beneficiary forms annually. If they have a major life event (marriage, divorce, etc), they should review it and possibly update it then as well. Some employers only give this benefit to employees while others offer coverage for their spouse and children. Make sure that your employees understand exactly what you offer so they don’t make assumptions. The last thing you want to do is tell an employee they don’t have life insurance on a family member after they have lost them.
Tuition reimbursement or education assistance - If employee growth is important to you, let them know! Explain how much money they can use each year to continue their education. Employees often assume education assistance is for a college degree, but certifications or webinars related to their job duties should be encouraged as well.
Discounts and payroll deductions - Can your employees receive a discount on your products or services? Do you partner with other local businesses to offer discounts or perks in exchange for your employees receiving the same? This is a great way to support small businesses while helping your employees. Whether it is a discount at a restaurant or bringing a service to your workplace, they will appreciate it!

Categories: : Benefits